“What can you bring to this role?”. It’s a standard interview question, and one answered by reciting qualifications, real-world experiences, and general personal qualities. It’s the combination of those, and the way they’re delivered, that makes the answer successful or not. The thing that’s not usually discussed as openly is what the organisation will offer them. That’s what’s called their ‘employee value proposition’ and it’s something you need to consider – especially now.
What is EVP?In every job ad, there’s a section near the bottom that normally lists things like ‘competitive salary’, ‘beer on Fridays’, and ‘cycle to work scheme’ – things the organisation will give you if you work for them. Your EVP isn’t a million miles from that: it’s about the “value employees gain by working in an organisation”. It’s more than salary. In fact, if you get your EVP right, you can cut the compensation you offer by 50% – saving the organisation money – not to mention decreasing turnover too.
Employee value proposition: examples of what’s traditionally matteredIn years past, the elements of what makes a good EVP have stayed fairly constant:
- Compensation, work-life balance, and stability in the workplace were the top three globally in 2018-2020
- Location was second top in the UK and Australia
- Future career opportunity, compensation, and people management also are high-ranking